can employees discuss wages in georgia

31-40z(b)(1)-(4), (6)-(7). Illinois Equal Wage Act Protection: An employer engaged in the manufacture of any article shall not pay any person engaged in such manufacture an unequal wage for equal work, by time or piece work, than is being paid to any other person employed in such manufacture. Although the phrase concerted activities may seem broad, the NLRB has made clear interpretations over the years, resoundingly on the side of employees rights to discuss salary and wages. Prior salary shall not justify any disparity in compensation. If your employer does any of these things, find out if the NLRA applies to your employer and work so you can assert the rights that are there to help you advocate for your fair pay. tit. .manual-search-block #edit-actions--2 {order:2;} Minnesota Pay Transparency Law Protection: An employer shall not require nondisclosure by an employee of his or her wages as a condition of employment; require an employee to sign a waiver or other document which purports to deny an employee the right to disclose the employee's wages; or take any adverse employment action against an employee for disclosing the employee's own wages or discussing another employee's wages which have been disclosed voluntarily. Rev. Coverage: Applies to all employees as well as any employer, or agent of the employer, employing 4 or more employees and any person acting for an employer. 181.66(2). Check out our interactive section on the laws that are protected for Employee Rights. 659A.885(1). Mich. Comp. Code Ann. Remedies: Persons injured by unlawful employment practices may file complaints with the Nevada Equal Rights Commission; if the Commission does not conclude an unfair employment practice has occurred, an employee may apply to the district court for an order grating or restoring the rights to which that employee is entitled. 4112.02(A), 4112.01(B). Employers are required to pay employees the same wages if they work similar jobs at different locations within the same county (e.g., if there is more than one business branch). Remedies: Any employee whose compensation is at a rate that is in violation of 21-5E-3 may file a grievance. 149, 105B. 48-1103(1)-(2). Code 34-06.1-03(1). 23:663(2). 1-13-30(d)-(e). 28-23-4(A)(1). Gen. Laws ch. If you are ready to file a Charge or Petition, you may do so via the NLRB's electronic filing (E-File) application. Stat. Mont. Tex. Stat. 181.68(1). If an employer is found to have engaged in an intentional discriminatory or unfair practice, the employee may recover compensatory and punitive damages. Coverage: Applies to all employers, including the state, and all employees. Rev. Rev. Montana Human Rights Law Protection: It is an unlawful discriminatory practice for an employer to discriminate against a person in compensation because of sex when the reasonable demands of the position do not require sex distinction. 28-23-4(B). Code Ann. Fla. Stat. 16-123-102(4)(A)-(C). Md. Ann. .manual-search ul.usa-list li {max-width:100%;} Stat. N.J. Stat. Me. Coverage: Applies to employers with 5 or more employees in the Commonwealth, as well as the Commonwealth itself, but does not apply to individuals employed in agriculture or in the domestic service of any person; individuals who, as a part of their employment, reside in the personal residence of the employer; or individuals employed by said individuals parents, spouse, or child. 44-1210(a). Stat. 42 U.S.C. 27-4-301(a)-(b), (f). Coverage: Applies to the Office of the Governor and state agencies for which the Governor has oversight authority. 21-5B-1(2). Rev. But when it comes to discussing wages, you may want to consider going against the grain. Stat. Code Ann. N.M. Stat. N.J. Stat. Connecticut Labor Statute Protection: No employer shall: prohibit an employee from disclosing or discussing the amount of his or her wages or the wages of another employee of such employer that have been disclosed voluntarily; prohibit an employee from inquiring about the wages of another employee; require an employee to sign a waiver or other document that denies the employee his or her right to disclose or discuss the amount of his or her wages or the wages of another employee that have been disclosed voluntarily; require an employee to sign a waiver or document that denies the employee his or her right to inquire about the wages of another employee; discharge, discipline, discriminate against, retaliate against, or otherwise penalize any employee who discloses or discusses the amount of his or her wages or the wages of another employee that have been disclosed voluntarily; or discharge, discipline, discriminate against, retaliate against, or otherwise penalize any employee who inquires about the wages of another employee. The court shall also allow a reasonable attorney's fee to be paid by the employer as well as costs of the action. Remedies: Any employer who violates the equal pay law is liable to the employee affected in the amount of unpaid wages, and in instances of willful violation, up to an additional equal amount as liquidated damages. Mich. Comp. Ann. Stat. 820 Ill. Comp. Rev. Ark. S.C. Code Ann. 659A.355(1)(a). Section 2 of the Georgia Security and Immigration Compliance Act of 2006 (Act 457) requires public employers, their contractors and subcontractors to verify the work eligibility of all newly hired employees through an electronic federal work authorization program. Lab. N.D. Additionally, the Act does not protect individuals employed by their parents, spouse, or child, or individuals employed to render domestic services in the home of the employer. Govt Code 12965(c). 820 Ill. Comp. N.H. Rev. The NLRB hears cases of potential violation of the NLRA to decide if employers are violating workers rights to perform concerted activities for the betterment of working conditions or worker representation. Rhode Island Fair Employment Practices Act Protection: It is unlawful for any employer, because of an employees sex (including pregnancy), gender identity, or gender expression, to discriminate against him or her with respect to hire, compensation. Remedies: If the commission determines that an employer has violated this act it shall issue an order requiring the employer to cease and desist from the discriminatory practice and to take such other action as it deems necessary, including hiring, reinstatement, or upgrading of employees with or without back pay; reporting as to the manner of compliance; requiring the posting of notices; payment to the complainant of damages for injury caused by a violation, including a reasonable attorney's fee; and payment of a civil fine ranging from $10,000 to $50,000. 48-1102(2). 32-1452(1)-(2). Washington Equal Pay Law Protection: Any employer in the state who discriminates in any way in providing compensation based on gender between similarly employed employees is guilty of a misdemeanor. Code Ann. 46a-86(c). Md. Stat. Lab. Employers legally may not discipline or terminate employees for discussing their pay at work. Coverage: Applies to the state and any employer employing 12 or more persons within the state; however, the Act does not apply to private clubs or any individual employed by his or her parents, spouse, or child. Md. 29 U.S.C. 213.111.1-2. Stat. Rev. 34:11-56.1(a)-(b). Ann. Stat. 19 1107A(a). Remedies: Any employer who violates the Act is liable to the employee affected in an amount equal to the wages, and interest thereon, of which the employee is deprived by reason of the violation. Oregon General Anti-Discrimination Law Protection: It is an unlawful employment practice for an employer to discharge, demote suspend, discriminate, or retaliate against an employee because the employee has inquired about, discussed or disclosed in any manner the wages of the employee or of another employee. In a civil action, if an employer is found to have engaged in any unlawful discriminatory practice, the court may enjoin he employer from engaging in such practice and order affirmative action including reinstatement, hiring, or upgrading with or without back pay. Its long been considered taboo to discuss how much youre making with your co-workers. 5, 4613(2)(B)(1), (2), (7), and (8). Stat. Stat. 820 Ill. Comp. Code 22-9-1-3(i)(1)-(2). Additionally, a court may order other affirmative action as appropriate. North Dakota Equal Pay Law Protection: An employer may not discriminate between employees on the basis of gender by paying wages to any employee at a rate less than the rate at which the employer pays any employee of the opposite gender for comparable work on jobs that have comparable requirements relating to skill, effort, and responsibility. Gen. Laws ch. New York Human Rights Law Protection: It is an unlawful discriminatory practice for an employer, because of an individuals sex, to discriminate against such individual in compensation. Code 22-2-2-4(d). Cal. The law does not provide for specific remedies or penalties for unlawful employment practices. 275:39. Idaho Code Ann. Wash. Rev. S.D. Code 34-06.1-05(1). Remedies: Any employee whose compensation is at a rate that is in violation of 21-5B-3 shall have a right of action against his employer for the recovery of the amount of the unpaid wages to which the employee is entitled for the one-year period preceding the commencement of the action; an additional equal amount as liquidated damages; and reasonable attorney's fees. Only about 20% of companies practice open salary transparency. 48-1102(2). 31-40z(d). Remedies: Any employer in violation shall be liable to the employee(s) affected in the amount of their unpaid wages, and in instances of willful violation, up to an additional amount of unpaid wages as liquidated damages. Ind. 111.32(5)-(6)(a)-(b). Stat. Ann. Rev. It is unlawful for an employer to seek the wage or salary history, including benefits or other compensation, of a job applicant from any current or former employer, unless the job applicants wage or salary history is a matter of public record or the job applicant is a current employee and is applying for a position with the same employer. Colo. Rev. 4-21-401(a)(1). In addition to any judgment awarded to the plaintiff, the court shall allow costs of action including reasonable attorneys fees. 5 4577. 48-1220(2). tit. D.C. Colo. Rev. Rev. Remedies: Any person who knowingly violates a provision of this chapter is guilty of a class A misdemeanor. Executive Order No. Stat. The law also applies to all employees except, among other persons, persons less than 16 years of age; persons employed by their own parent, spouse, or child; persons performing services for any religious or charitable organization; students performing services for any school, college, or university in which they are enrolled; and persons engaged in agricultural labor; and persons employed in executive, administrative, or professional occupations. Code 21.002(7), (8)(C). Rev. Del. Haw. The Act also applies to the state or any of its political subdivisions, including public bodies. tit. Lab. Stat. Code Ann. Oct . 34-5-2(3). Virginia Equal Pay Law Protection: No employer shall discriminate between employees on the basis of sex by paying wages to employees at a rate less than the rate at which he pays wages to employees of the opposite sex for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions. Gen. Laws ch. Stat. Neb. Stat. Wash. Rev. 613.320(1)(a)-(b). 11-4-607(1)(B). What would it look like if the same was happening in your company? Kan. Stat. Code 49.58.020(1). This button displays the currently selected search type. Stat. Because the In cases of violation in addition to any judgment awarded to the plaintiff, the court shall allow a reasonable attorneys fee and costs of the action to be paid. 110/1. 34A-5-102(i)(i)(A), (D), (ii)(A)-(C). Employers can require employees who have access to other employees' wage information as part of their job duties, to keep that information confidential. 11-4-601(b). 34A-5-106(1)(a)(i)(C), (J). Minn. Stat. In an action before the court, if the court finds that the employer has engaged in an unlawful discriminatory practice, the court shall enjoin the employer from engaging in such unlawful discriminatory practice and order affirmative action which may include back pay, or any other legal or equitable relief, and the costs of litigation, including reasonable attorney fees and witness fees. Ann. Del. Stat. 8-5-102. Fact Sheet #14: Coverage Under the Fair Labor Standards Act (FLSA), U.S. Department of Labor Wage and Hour Division, http://www.dol.gov/whd/regs/compliance/whdfs14.pdf (last visited March 22, 2017). Rev. 50-2-204(a)(1). Remedies: If the commission finds that an employer has engaged in any unlawful discriminatory practice, the commission shall issue an order to cease and desist from such unlawful discriminatory practice and to take affirmative action, including hiring, reinstatement, or upgrading of employees with or without back pay. An enterprise is engaged in commerce if it has at least two employees and either (1) has an annual dollar volume of sales or business done of at least $500,000, or (2) is a hospital, business providing medical or nursing care for residents, school, or government agency. If an employer is found to have violated the Equal Pay for Equal Work law two or more times within a 3-year period, the Commissioner or a court may require the employer to pay a civil penalty equal to 10% of the amount of damages owed by the employer. Coverage: Applies to all employer and all employees. Govt Code 12926(d). Stat. 378-1. Remedies: An individual aggrieved by violations of Title VII may file a charge with the Equal Employment Opportunity Commission, which may bring a civil action against a respondent employer; if a court finds that the respondent has intentionally engaged in an unlawful employment practice, the court may enjoin the respondent from engaging in such unlawful employment practice and order affirmative action, which may include reinstatement or hiring of employees, with or without back pay, or any other equitable relief. Kan. Stat. Florida Civil Rights Act Protection: It is an unlawful employment practice for an employer to discriminate against any individual with respect to compensation because of such individuals sex or pregnancy. Code Ann. Ann. Coverage: Applies to any employer who has 15 or more employees, but does not include the United State or any corporation wholly owned by the United States, any Indian tribe, or any private membership club exempt from taxation. The remedy may include: enjoining the employer from engaging in the discriminatory act; ordering reinstatement with or without back pay; or awarding compensatory damages ranging from $50,000 to $300,000, depending on the number of employees the employer employs. Clarke-Figures Equal Pay Act Coverage: Applies to all persons acting in the interest of an employer. Stat. Coverage: Applies to any employer or agent of the employer, including the state, who employs 8 or more persons within the state, but does not apply to religious corporations, associations, educational institutions, or societies with respect to employment connected with the carrying on of religious activities. N.Y. Workers are often protected when discussing salaries, even if doing so damages morale. Ill. June 27, 2011). The Act also applies to any organizational unit of the state. Remedies: A person claiming to be aggrieved by an unlawful discriminatory practice in violation of this act may maintain an action to establish liability and recover damages and injunctive relief. 49.58.070(1). tit. 181.67(1). 151B, 1(5)-(6). Louisiana Employment Discrimination Law (sex discrimination provisions) Protection: A. Code 1197.5(h). Rev. Code Ann. Transparency around salaries can arm marginalised workers and close the wage gap. Ark. 4-21-306(a)(1), (7). 19 709B(h)(1). Coverage: Applies to any person or group of persons acting directly or indirectly in the interest of an employer in relation to an employee or applicant, including the state and any political subdivision, but excluding the United States government. The statute does not apply to any individual employed by his or her parents, spouse, or child, to any individual participating in a specialized employment training program conducted by a nonprofit sheltered workshop or rehabilitation facility, or any individual employed outside of Arkansas. Stat. Any employer who violates subsection (b) of Section 10 is subject to a civil penalty not to exceed $5,000 for each violation for reach employee affected. Ala. Code 25-1-30(b). Okla. Stat. W. Va. Code 5-11-3(d)-(e). In recent years, however, this discussion has primarily focused on hiring and whether prospective employees can be asked about their salary history. Nebraska Wages Law Protection: No employer shall discriminate between employees on the basis of sex, by paying wages to any employee at a wage rate less than the rate at which the employer pays any employee of the opposite sex for equal work on jobs which require equal skill, effort, and responsibility under similar working conditions. 49.58.040(1)(a)-(b). Delaware Antidiscrimination Act Protection: It shall be an unlawful employment practice for an employer to: require as a condition of employment that an employee refrain from inquiring about, discussing, or disclosing his or her wages or the wages of another employee; require an employee to sign a waiver or other document purporting to deny an employee the right to disclose or discuss his or her wages; or discharge, formally discipline, or otherwise discriminate against an employee for inquiring about, discussing, or disclosing his or her wages or the wages of another employee. 19 715(1)(a)-(d). Stat. See the Best Places to Work 2023! Cent. 659 A.029, 659A.030(1)(b). 25, 1302(B), 1307. Law 198(1-a). The court may also award affirmative relief, including reinstatement or hiring, with or without back pay, front pay, or any other equitable relief. D.C. Human Rights Act of 1977 Protection: It shall be an unlawful discriminatory practice to discriminate against any individual with respect to his compensation based upon his actual or perceived sex, or gender identity or expression. Minn. Stat. 112/30(c). Vt. Stat. Wyo. 48-1223(1)-(2). tit. Me. Wash. Rev. Coverage: Applies to any employer, including the state. Mich. Comp. 112/30(a). 42 U.S.C. Ann. 378-2.3. Ann. 1305 Corporate Center Drive Nev. Rev. Nev. Rev. The National Labor Relations Board (NLRB) makes the law clear: You are allowed to discuss your pay, without fear of retaliation or retribution by your employer for doing so. N.J. Stat. 16-123-107(c)(1)(A). Haw. 23:663(3). Iowa Civil Rights Law Protection: It is an unfair or discriminatory practice for any employee to discriminate against any employee because of the sex or gender identity of such employee by paying wages to such employee at a rate less than the rate paid to other employees for equal work on jobs, the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions. Code Ann., Lab. 337.423(1). N.Y. 387-12(d)(1). In addition, the presiding officer shall determine the damage suffered by the complainant and shall allow reasonable attorneys fees and costs. Stat. Code Ann. Stat. Wage non-disclosure agreements for employees are prohibited. Remedies: An employer who violates this provision may be found liable for compensatory damages, attorneys fees and costs, punitive damages, and such legal and equitable relief as the court deems just and proper.

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